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Thanks to research like our Hiring For Attitude project, interviewers are becoming increasingly sophisticated. Are you up-to-date with the latest techniques? Can you pass this job interview?
If you give long presentations, people probably forget most of what you presented. In fact, the research says that people can maintain high attention for about 10 minutes. So if you want people to actually remember your presentations, every 10 minutes you need to insert a slide with a short one-line message summarizing what you just said. In other words, every 10 minutes you need to put a tweet up on the screen.
We all have our own presentation style, but have you ever thought about how your particular style compares to others? And the strengths and weaknesses of your presentation style?
After years of research, my team and I have found there are four primary presentation styles: the Closer, the Data Scientist, the Director and the Storyteller.
Not only does stopping the presentation keep you from (figuratively) crashing into a wall, it also awakens your audience. So few presenters have the courage to stop a presentation that it’s a surprise. And with presentations going badly, it’s a very nice surprise.
Lots of organizations acknowledge only three categories of performance: high, middle and low. Hiring managers in these organizations are tasked with hiring desirable high performers and avoiding undesirable low performers. Now, high, middle and low performers certainly exist, but low performers come in several different types, and some are a lot harder to discern in an interview than others because they tend to do a really good job faking high-performer qualities.
There is no such thing as a high performer with a bad attitude. When we talk about dealing with difficult people, think of performance as having two major components: Skills and Attitude. Now here's somebody that has great skills and a great attitude, this is a high performer. 
If you’ve had a job for any length of time, you’ve undoubtedly set a SMART Goal (most commonly defined as Specific, Measurable, Achievable, Realistic, and Time-bound). But while everyone knows how to set a SMART Goal, what most people don’t know is that they could really be hurting how they feel about their job.
It’s an unfortunate feature of humanity that people, even smart, ostensibly-rational people, don’t always like to hear the truth. That’s why the study The Risks Of Ignoring Employee Feedback found that only 23% of people say that when they share their work problems with their leader, he/she Always responds constructively.
Everybody is familiar with behavioral interview questions. And in general, the idea behind them is good. Basically, you ask about a past situation that somebody faced as a way of predicting future behavior. All good. 
